Quantitative assessment of the institutional structure of social and labor relations when introducing changes in organizations

The introduction of organizational changes inevitably leads to changes in the sphere of social and labor relations, and in the sphere of public relations as a whole, which often causes such a negative effect as staff resistance. Well-known methods and approaches to change management are focused on identifying the causes of resistance of workers to changes that are obvious to the researcher. This circumstance necessitates a deeper study of the nature of social and labor relations and to identify hidden reasons that are not obvious to management for such employees’ labor behavior when implementing changes. The article proves that the true, but not obvious to management reasons for the resistance of personnel to changes, as one of the forms of labor behavior of workers, lie in the content and institutional structure of social and labor relations. Social and labor relations are divided into two types: constructive and destructive. In personnel resistance to changes, destructive types are of importance...